Source | xobin.com
When an upset customer is describing a problem, which action should be avoided?
a) Spending too much time listening to the customer’s description of the problem.
b) Gently asking the customer to calm down so that you can help.
c) Suggesting that the customer speak to the manager
d) Promising to follow up on problem resolution
As candidates, we would have come across such questions in our recruitment process. As employers, we have force fit them somewhere in the recruitment, giving it a bloated name – ‘Psychometric Testing‘ although not clear enough as to what purpose Psychometric Tests serve. Sometimes we even wonder if we’re incorporating Psychometric Tests just because rest of the world is.
What is the all the fuzz and fad about psychometric tests? Are they of any significant value?
What are Psychometric Tests?
Psychometric tests are partly designed to assess the cognitive skills – decision making skills, abstract thinking, problem solving skills, and primarily to understand innate behavioral traits of candidates. And that part of psychometric tests designed for assessing behavioral traits are called Personality Tests.
Types of Personality Testing Models
1. The NEO Personality Inventory well known as Big5 Psychometric Tests
The NEO Personality Inventory is most commonly used for pre-employment assessments as a part of recruitment.
They are based on 5 major traits: